It’s your first day at a new company. You’re brimming with enthusiasm, but also a touch of nervousness. Sure, you aced the interview and your resume shines, but will you be able to translate those skills into real-world action? That’s where on the job training (OJT) comes in.

It’s your springboard to diving headfirst into your new role, gaining the specific knowledge and expertise needed to thrive. In this article, we’ll break down the what, why, and how of this powerful training method, equipping you with the best strategies to ensure your employees not only survive, but flourish in their positions.

Follow through!

What is on the Job Training?

On-the-job training, often abbreviated as OJT, is a hands-on approach to employee development. It takes place directly in the workplace, immersing new hires (or even existing staff learning new skills) in the day-to-day realities of their jobs.

Forget stuffy classrooms and theoretical lectures. On the job training is all about learning by doing, under the guidance of experienced colleagues or supervisors.

Example of on the Job Training

Sarah, a recent graduate, lands her dream job as a social media manager for a travel company. Her first few weeks might involve shadowing the current social media pro. Sarah would observe how they interact with followers, curate content, and schedule posts.

Gradually, she’d be given smaller tasks, like crafting captions or replying to comments. As Sarah progresses, she might take ownership of entire campaigns, all under the watchful eye of her mentor. This practical, step-by-step approach is the essence of on-the-job training.

Read: Time is Money: Maximizing the Financial Benefits of Effective Time Management

What is on-the-Job Training For?

The purpose of on-the-job training is multifaceted. It equips employees with the skills and knowledge needed to perform their jobs effectively. Here’s a deeper dive into its benefits:

• Skills Development: On-the-job training bridges the gap between theoretical knowledge and practical application. Employees learn the ropes of using specific software, operating machinery, or interacting with clients, all within the real-world context of their role.
• Increased Confidence: By performing tasks under supervision and receiving constructive feedback, employees gain confidence in their abilities. This translates into improved job performance and a greater sense of ownership.
• Company-Specific Knowledge: Every company has its unique way of doing things. On-the-job training ensures employees are well-versed in company policies, procedures, and internal tools, fostering a smooth transition and improved efficiency.
• Improved Employee Retention: Investing in employee development through On-the-job training demonstrates a company’s commitment to its workforce. This, in turn, boosts employee morale and satisfaction, leading to reduced turnover.

What is the on the job training theory?

The core principle behind OJT is a powerful learning theory called experiential learning. This theory posits that we learn best through a cycle of concrete experience, reflective observation, abstract conceptualization, and active experimentation.

On-the-job training perfectly embodies this cycle.

• Concrete Experience: Employees gain firsthand experience by performing tasks and observing their colleagues.
• Reflective Observation: They then reflect on their experiences, analyzing their successes and failures. Abstract
• Conceptualization: Employees develop a deeper understanding of the underlying concepts and principles behind their tasks.
• Active Experimentation: They then apply this newfound knowledge by tackling new challenges and expanding their skillset.

See this: Patience is a Virtue: A Key to Successful Business Management

How to craft a winning on the Job Training Program

As a business-oriented individual, here’s how to create a winning training program:

• The first step is identifying the specific skills and knowledge employees need to succeed in their roles. Conduct interviews, analyze job descriptions, and observe current workflows to pinpoint these needs.
• Develop a structured training program tailored to the identified needs. This could involve a combination of shadowing, one-on-one coaching, demonstrations, and supervised practice sessions. Break down complex tasks into smaller, manageable steps for easier learning.
• Select experienced and knowledgeable employees who are patient, encouraging, and possess strong communication skills. These trainers will act as mentors, guiding new hires and providing constructive feedback.
• Regular feedback is crucial for employee growth. Schedule check-ins to discuss progress, address challenges, and offer support.
• Integration and onboarding ensures new hires feel welcome, equipped, and supported from day one. Provide resources like cheat sheets, glossaries, or access to online tutorials to supplement on-the-job learning

Successful tips for an engaging on the job training

While on-the-job-training offers a wealth of benefits, it can sometimes feel repetitive or monotonous. Here are some tips to keep your program engaging

• Incorporate a mix of training methods like role-playing scenarios, case studies, or gamified learning elements to keep things fresh and interactive.
• Don’t just stand and deliver. Encourage trainees to ask questions, participate in discussions, and actively participate in their learning journey.
• Acknowledge and celebrate employee achievements, big or small. This positive reinforcement motivates trainees and reinforces the value of learning.
• Learning doesn’t have to be dry. Inject some humor, incorporate team-building activities, or create a positive and supportive learning environment.

Advantages of on the Job Training

This job training offers a multitude of advantages for both employers and employees:

For Employers:

• Reduced Costs: It can be a more cost-effective training method compared to sending employees to expensive workshops or seminars.
• Increased Productivity: By equipping employees with the skills they need to hit the ground running, it leads to faster onboarding times and improved productivity.
• Improved Employee Retention: Investing in employee development fosters loyalty and reduces turnover.

For Employees:

• Practical Skill Development: Employees gain the skills they need to succeed in their specific roles, boosting their confidence and marketability.
• Enhanced Problem-Solving Skills: By tackling real-world challenges under supervision, employees develop critical thinking and problem-solving skills.
• Stronger Company Culture: On the job training encourages a sense of community and mentorship within the organization.

Challenges of on-the-Job Training

While on the job training is a powerful tool, it’s not without its challenges:

• Time Commitment: Developing and delivering effective on the job training programs requires time and resources from trainers and supervisors.
• Trainer Quality: The success of on the job training depends on the quality of trainers. Inexperienced or poorly trained mentors can hinder learning.
• Standardization: Ensuring consistency in training delivery across different departments or locations can be a challenge.

Also, read: Introduction to Strategic Brand Management

On-the-Job Training Scorecard

This scorecard is designed to help you assess the value and effectiveness of the information presented in the article. By reflecting on the following questions, you can determine if this approach aligns with your company’s goals and empowers you to create a truly fulfilling training experience for your employees.

FAQs about on the job training

Conclusion

on the job training is a powerful tool for employee development, equipping your workforce with the skills and knowledge they need to thrive. By carefully crafting your program, addressing potential challenges, and keeping it engaging, you can transform it from a basic training method into a recipe for success for both your employees and your organization.

Remember, on the job training is not linear. Tailor your program to the specific needs of your company and your employees.

References

• Wikipedia.org
• Knowledgehut.com
• Indeed.com